Adaptação acadêmica em universitários / Academic adaptation in university students / Adaptación académica en estudiantes universitários

O objetivo do estudo foi investigar o impacto das variáveis habilidades sociais, resolução de problemas sociais, automonitoria, autoeficácia e coping na adaptação acadêmica em estudantes de instituições de ensino superior públicas e privadas. Participaram 637 estudantes de ambos os sexos, sendo 36,5% (115) homens de instituições públicas e 22,3% (72) de instituições privadas, com idade variando entre 18 e 38 anos (M=24,7; DP=6,3), de diferentes graduações. Foram utilizados o Inventário de Resolução de Problemas Sociais, o Inventário de Habilidades Sociais, a Escala de Automonitoria, a Escala de Autoeficácia Acadêmica de Estudantes do Ensino Superior, o Inventário de Estratégias de Coping e o Questionário de Vivências Acadêmicas-reduzido. A autoeficácia na gestão acadêmica (40,9%) e a autoafirmação na expressão de afeto positivo (13,7%) apresentaram maior impacto para os estudantes de instituições públicas e privadas, podendo contribuir com possíveis intervenções no processo de adaptação ao ensino superior. Pesquisas prospectivas podem investigar questões relacionadas a dados sociodemográficos.(AU)

The aim of the study was to investigate the impact of the variables Social Skills, Resolution of Social Problems, Self-monitoring, Self-efficacy and Coping on Academic Adaptation in students from public and private higher education institutions. 637 students of both sexes participated, being 36.5% (115) men from public institutions and 22.3% (72) from private institutions, aged between 18 to 38 years (M = 24.7; SD = 6.3), of different grades. The Social Problem Solving Inventory, the Social Skills Inventory, the Self-Monitring Scale, the Higher Education Students' Academic Self-Efficacy Scale, the Coping Strategies Inventory and the Academic Experiences-Reduced Questionnaire were used. Self-efficacy in Academic Management (40.9%) and Self-affirmation in the Expression of Positive Affection (13.7%) had a greater impact on students from public and private institutions, which may contribute to possible interventions in the process of adapting to Higher Education. Prospective research can investigate issues related to sociodemographic data.(AU)

El objetivo del estudio fue investigar el impacto de las variables Habilidades sociales, Resolución de problemas sociales, Autocontrol, Autoeficacia y Afrontamiento en la adaptación académica en estudiantes de instituciones de educación superior públicas y privadas. Participaron 637 estudiantes de ambos sexos, siendo 36,5% (115) hombres de instituciones públicas y 22,3% (72) de instituciones privadas, con edades entre 18 y 38 años (M = 24,7; SD = 6,3), de diferentes grados. Se utilizaron el Inventario de Resolución de Problemas Sociales, el Inventario de Habilidades Sociales, la Escala de Autocontrol, la Escala de Autoeficacia Académica de los Estudiantes de Educación Superior, el Inventario de Estrategias de Afrontamiento y el Cuestionario de Experiencias Académicas Reducidas. La Autoeficacia en la Gestión Académica (40,9%) y la Autoafirmación en la Expresión de Afecto Positivo (13,7%) tuvieron un mayor impacto en los estudiantes de instituciones públicas y privadas, lo que puede contribuir a posibles intervenciones en el proceso de adaptación a la Educación Superior. La investigación prospectiva puede investigar cuestiones relacionadas con los datos sociodemográficos.(AU)

Percepções de psicólogos organizacionais sobre inclusão de pessoas com deficiência em empresas / Organizational psychologists' perceptions on the inclusion of people with disabilities in organizations / Percepciones de los psicólogos organizacionales sobre la inclusión de personas con discapacidad en las empresas

As dificuldades e barreiras enfrentadas no processo de inclusão de pessoas com deficiência (PcD) nas organizações incitam o desenvolvimento de pesquisas. Este estudo compreendeu a percepção de psicólogos organizacionais sobre a inclusão de PcD em empresas. Dezoito psicólogos atuantes na área de gestão de pessoas de empresas das sete regiões do estado do Rio Grande do Sul responderam a uma entrevista individual. A média de idade dos participantes foi de 33,17 anos, atuavam em empresas de diferentes segmentos, eram predominantemente do sexo feminino e possuíam pós-graduação em áreas relacionadas. Os relatos dos psicólogos alertaram para o fato de que, em suas graduações, o conteúdo sobre deficiência humana e, especificamente, inclusão no mercado de trabalho foi escasso ou inexistente. Essa lacuna na formação, de egressos de diferentes instituições de ensino superior, é relatada desde os anos de 1990. Para esses psicólogos, barreiras atitudinais e organizacionais são frequentemente enfrentadas no processo de inclusão, tais como o despreparo das empresas, gestores e colaboradores para receber as PcD, os poucos programas voltados a uma prática efetiva de inclusão e não somente ao cumprimento da legislação, além das dificuldades dos próprios profissionais em identificar os potenciais e as limitações que a PcD apresenta e de adaptá-la de maneira correta ao trabalho. O psicólogo organizacional pode contribuir para um processo adequado de inclusão por meio de práticas, tais como treinamentos e sensibilizações, que fomentem a informação e diminuam a discriminação e as dificuldades.(AU)

Difficulties and barriers to including people with disabilities (PwDs) in organizations drives research development. This study sought to understand how organizational psychologists perceived the inclusion of PwDs in organizations. Eighteen organizational psychologists who work in people management for companies in the seven regions of the state of Rio Grande do Sul participated in an individual interview. Most interviewees were female, with average age of 33.17 years, had a postgraduate degree in the field, and worked in companies from different segments. During the interviews, the psychologists called attention to the little or nonexistent content on human disability and, specifically, inclusion in the labor market covered in the graduate course. This gap has been reported by graduates from different higher education institutions since the 1990s. According to the respondents, attitudinal and organizational barriers are often faced in the inclusion process, such as the unpreparedness of companies, managers, and employees to welcome PwD, the few programs aimed at an effective inclusion and not only to comply with the law, as well as the difficulties of the professionals themselves to identify the potentials and limitations that PwD present and to adapt them correctly to the work. Organizational psychologists can contribute to an adequate inclusion process by developing training and sensibilization activities that foster information and reduce discrimination and difficulties.(AU)

Las dificultades y barreras enfrentadas en el proceso de inclusión de personas con discapacidad (PcD) en las organizaciones fortalecen el desarrollo de la investigación. Este estudio entendió la percepción de los psicólogos organizacionales acerca de la inclusión de las PcD en las empresas. Dieciocho psicólogos que trabajan en el área de gestión de personas en empresas de las siete regiones del estado de Rio Grande do Sul (Brasil) respondieron a una entrevista individual. Los participantes tenían una edad promedio de 33,17 años, trabajaban en empresas de diferentes segmentos, eran predominantemente mujeres y tenían un posgrado en el área. Los informes de los psicólogos alertaron sobre el hecho de que el contenido sobre discapacidad humana y, específicamente, su inclusión en el mercado laboral era escaso o inexistente durante su formación académica. Esta brecha en la formación de los egresados de diferentes instituciones de educación superior se reporta desde los 1990. Para estos psicólogos, a menudo ocurren barreras organizacionales y de actitud en el proceso de inclusión de las PcD, como la falta de preparación de las empresas, gerentes y empleados para recibirlas, pocos programas destinados a una práctica efectiva de la inclusión, no solo al cumplimiento de la ley, y las dificultades de los profesionales para identificar las potencialidades y limitaciones y adecuarlas correctamente al trabajo. El psicólogo organizacional puede contribuir a un proceso de inclusión adecuado, con prácticas de capacitación y sensibilización que brindan información y reducen la discriminación y dificultades.(AU)

Componente curricular projeto de vida: perspectivas de professoras da rede estadual de São Paulo / Curricular component life purpose: perspectives of teachers of the São Paulo state network / Componente curricular proyecto de vida: perspectivas de profesores de la red estadual de São Paulo

O objetivo deste estudo foi conhecer a experiência de alguns professores ao lecionar projeto de vida durante a implementação do componente curricular Projeto de Vida no estado de São Paulo. Realizou-se uma pesquisa qualitativa, de caráter exploratório. Participaram do estudo sete professoras que lecionavam o componente curricular Projeto de Vida em duas escolas públicas, de uma cidade do interior do estado de São Paulo, escolhidas por conveniência. Foram utilizados o Questionário de Dados Sociodemográficos e o Protocolo de Entrevista Semiestruturada para Projeto de Vida de Professores, elaborados para este estudo. As professoras foram entrevistadas individualmente, on-line, e as entrevistas foram gravadas em áudio e vídeo. Os dados foram analisados por meio de análise temática. Os resultados indicaram possibilidades e desafios em relação à implementação do componente curricular Projeto de Vida. Constatou- se que a maioria das docentes afirmou que escolheu esse componente curricular devido à necessidade de atingir a carga horária exigida na rede estadual. As professoras criticaram a proposta, os conteúdos e os materiais desse componente curricular. As críticas apresentadas pelas professoras estão em consonância com aquelas presentes na literatura em relação à reforma do Ensino Médio e ao Inova Educação. Esses resultados sugerem a necessidade de formação tanto nos cursos de licenciatura quanto em ações de formação continuada, para que os professores se sintam mais seguros e preparados para lecionar o componente curricular Projeto de Vida na Educação Básica. Propõe-se uma perspectiva de formação pautada na reflexão e na troca entre os pares para a construção de um projeto coletivo da escola para o componente Projeto de Vida.(AU)

This study aimed to know the experience of some teachers when teaching life purpose during the implementation of the curricular component "Life Purpose" (Projeto de Vida) in the state of São Paulo. A qualitative, exploratory research was carried out. Seven teachers who taught the curricular component "Life Purpose" (Projeto de Vida) in two public schools in a city in the inland state of São Paulo, chosen for convenience, participated in the study. The Sociodemographic Data Questionnaire and the Semi-structured Interview Protocol for Teachers' Life Purposes, developed for this study, were used. The teachers were interviewed individually, online, and the interviews were recorded in audio and video. Data were analyzed using thematic analysis. The results indicated possibilities and challenges regarding the implementation of the Life Purpose curricular component. It was found that most teachers chose this curricular component due to the need to reach the required workload in the state network. The teachers criticized the proposal, the contents and the materials of this curricular component. Teacher's critics are in line with the criticisms present in the literature regarding the reform of High School and Inova Educação. Therefore, training is essential, both in undergraduate courses and in continuing education actions, so that teachers can teach the curricular component Life Purpose in Basic Education. A training perspective based on reflection and exchange between peers is proposed for the construction of a collective school project for the Life Purpose component.(AU)

El objetivo de este estudio fue conocer la experiencia de algunos profesores al enseñar proyecto de vida durante la implementación del componente curricular Proyecto de Vida en el estado de São Paulo. Se realizó una investigación cualitativa, exploratoria. Participaron en el estudio siete profesores que impartían el componente curricular Proyecto de Vida en dos escuelas públicas en un municipio del estado de São Paulo, elegidos por conveniencia. Los instrumentos utilizados fueron el cuestionario de datos sociodemográficos y el protocolo de entrevista semiestructurada para proyectos de vida de profesores, desarrollados para este estudio. Las entrevistas a los profesores fueron en línea, de manera individual, y fueron grabadas en audio y video. Los datos se sometieron a un análisis temático. Los resultados indicaron posibilidades y desafíos en relación a la implementación del componente curricular Proyecto de Vida. La mayoría de los profesores declararon elegir este componente curricular por la necesidad de alcanzar la carga horaria requerida en la red estatal. Los profesionales criticaron la propuesta, los contenidos y los materiales de este componente curricular. Las críticas presentadas están en línea con las críticas presentes en la literatura respecto a la reforma de la educación básica e Inova Educação. Por lo tanto, la formación es fundamental, tanto en los cursos de grado como en las acciones de educación permanente, para que los profesores puedan impartir el componente curricular Proyecto de Vida en la educación básica. Se propone una formación basada en la reflexión y el intercambio entre pares para la construcción de un proyecto escolar colectivo en el componente Proyecto de Vida.(AU)

Racismo e construção da carreira: estratégias de enfrentamento adotadas por universitários negros / Racism and career construction: coping strategies adopted by black undergraduates / Racismo y construcción de la carrera: estrategias de afrontamiento que utilizan los universitarios negros

O racismo é um fenômeno que impacta a vida da população negra, direcionando-a para uma condição de marginalização social, inclusive profissionalmente. Diante disso, o presente estudo, qualitativo, objetivou analisar as estratégias de enfrentamento ao racismo adotadas por universitários negros de uma instituição pública de ensino superior no processo de construção de suas carreiras. Adotando-se como referencial a Teoria de Construção da Carreira, 27 entrevistas semiestruturadas foram conduzidas com graduandos (16 do gênero feminino e 11 do gênero masculino) autodeclarados negros de uma universidade situada na região Sudeste do Brasil. Os dados coletados foram submetidos a Análise de Similitude, por meio do software IRaMuTeQ, que demonstrou, a partir de uma árvore máxima, que os discursos dos participantes estiveram centrados no termo "racismo" e em quatro troncos de similitude relacionados aos vocábulos: "negro", "falar", "situação" e "acontecer". Os resultados indicaram que o racismo é um dos fatores que impactam a carreira dos sujeitos, sobretudo por sustentar práticas discriminatórias veladas e limitar oportunidades profissionais. Em resposta a ele, quatro estratégias de enfrentamento foram identificadas: a) diálogo com sujeitos próximos; b) busca por suporte junto à rede de apoio constituída na universidade; c) denúncia de seus impactos; e d) adoção de ações individuais de transformação da realidade. Os achados permitem identificar a adoção de diferentes estratégias individuais e coletivas de enfrentamento ao racismo, que devem ter seu desenvolvimento estimulado pelas instituições de ensino superior, a fim de que se tornem práticas sistematizadas que favoreçam a discussão sobre o fenômeno em âmbitos acadêmico e profissional.(AU)

The phenomenon of racism impacts the lives of Black population, leading them to social marginalization, including professionally. Thus, this qualitative study analyzes the coping strategies adopted by Black undergraduates from a public higher education institution to confront racism during career construction. Adopting the Career Construction Theory as a framework, 27 semi-structured interviews were conducted (16 women and 11 men) with self-declared black undergraduates from a university located in southeastern Brazil. Similarity analysis of the collected data, performed using the IRaMuTeQ software, showed that, from a maximum tree, the participants' speeches centered around the term "racism" and on four similarity trunks related to the words: "black", "talk", "situation" and "happen". Results indicated that racism majorly impacts the subjects' careers, especially by upholding veiled discriminatory practices and limiting professional opportunities. To cope with it, undergraduates adopt four main strategies: a) dialogue with close subjects; b) search for support with the support network established at the university; c) denunciation of its impacts; and d) adoption of individual strategies to transform reality. The findings point to different actions, individual and collective, adopted to fight racism, whose development should be supported by higher education institutions so that they become systemic practices that favor discussing the phenomenon in academic and professional fields.(AU)

El racismo es un fenómeno que impacta la vida de la población negra, llevándola a una condición de marginación social, incluso a nivel profesional. Así, este estudio cualitativo, tuvo por objetivo analizar las estrategias de afrontamiento el racismo que utilizan los universitarios negros de una Institución Pública de Educación Superior en el proceso de construcción de sus carreras. Tomando como referencia la Teoría de Construcción de Carrera, se realizaron 27 entrevistas semiestructuradas a estudiantes (16 mujeres y 11 hombres) autodeclarados negros de una universidad en la región Sureste de Brasil. Los datos recolectados se sometieron a un Análisis de Similitud, desarrollado utilizando el software IRaMuTeQ, que demostró, a partir de un árbol máximo, que los discursos de los participantes se centraron en el término "racismo" y en cuatro troncos de similitud relacionados con las palabras: "negro", "hablar", "situación" y "pasar". Los resultados indicaron que el racismo es uno de los factores que impactan la carrera, especialmente por sostener prácticas discriminatorias veladas y limitar las oportunidades profesionales. En respuesta a ello, se identificaron cuatro estrategias de afrontamiento: a) diálogo con sujetos cercanos; b) búsqueda de apoyo en la red constituida en la universidad; c) denuncia de sus impactos; y d) adopción de acciones individuales para transformar la realidad. Los hallazgos permiten identificar la adopción de diferentes estrategias, individuales y colectivas, para enfrentar el racismo, las cuales deben tener su desarrollo estimulado por las instituciones de educación superior, para que se conviertan en prácticas sistematizadas que favorezcan la discusión del fenómeno en el ámbito académico y profesional.(AU)

Impacto da percepção de suporte organizacional e capital psicológico no bem-estar no trabalho / Impact of perception of organizational support and psychological capital on well-being at work / Impacto de la percepción del apoyo organizacional y el capital psicológico sobre el bienestar en el trabajo

Este estudo teve por objetivo testar um modelo no qual o bem-estar no trabalho (BET) é explicado pela percepção de suporte organizacional e capital psicológico. Trata-se de estudo quantitativo, corte transversal e correlacional, no qual a amostra foi composta por 227 trabalhadores, sendo a maioria do sexo feminino (57,7%), na faixa etária de 29 anos e com prevalência de curso superior incompleto e completo representando 65,2% dos participantes. A maioria atua na iniciativa privada (68,3%) e não ocupa cargo de chefia. Foram utilizados instrumentos fidedignos e com índicio de validade relativos aos construtos investigados. Para análise de dados, utilizaram-se estatística descritiva, testes de comparação de médias (Teste t e ANOVA) e análise de regressão múltipla (método padrão). Entre os resultados, identificou-se que otimismo, autoeficácia/esperança (capital psicológico) e a percepção de suporte organizacional são variáveis explicativas das vivências de BET. Portanto o modelo não foi confirmado na íntegra, pois resiliência não apresentou relações significativas com bem-estar. Além disso, somente otimismo revelou poder explicativo sobre afetos positivos, afetos negativos e realização (dimensões de BET). Destaca-se que capital psicológico demonstrou maior peso na predição de BET que percepção de suporte organizacional, exceto no caso de afeto negativo. Os resultados indicam que tanto variáveis individuais quanto variáveis contextuais são importantes para explicar a prevalência de BET.(AU)

This study aimed to test a model in which well-being at work (WBW) is explained by the perception of organizational support and psychological capital. This is a quantitative, cross-sectional and correlational study, in which the sample consisted of 227 workers, most whom were female (57.7%), mean age of 29 years, and with prevalence of incomplete and complete higher education representing 65.2% of the participants. Most work in the private sector (68.3%) and do not occupy a leadership position. Reliable and valid instruments were used for the investigated constructs. For data analysis, descriptive statistics, means comparison tests (t test and ANOVA), and multiple regression analysis (standard method) were used. Among the results, optimism, self-efficacy/hope (psychological capital), and the perception of organizational support were identified as explanatory variables of the experiences of WBW. Therefore, the model has not been fully confirmed, as resilience did not show significant relationships with well-being. In addition, only optimism showed explanatory power about positive affects, negative affects and achievement (dimensions of WBW). Note that psychological capital had a greater weight in the prediction of WBW than the perception of organizational support, except in the case of negative affect. These results indicate that both individual and contextual variables are important to explain the prevalence of WBW.(AU)

Este estudio tuvo como objetivo probar un modelo en el que el bienestar en el trabajo (BT) se explica por la percepción de apoyo organizacional y capital psicológico. Se trata de un estudio cuantitativo, transversal y correlacional en que la muestra estuvo conformada por 227 trabajadores, en su mayoría mujeres (57,7%), con edad media de 29 años, y predominio de estudios superiores incompletos y completos en el 65,2% de los participantes. La mayoría trabaja en el sector privado (68,3%) y no ocupa una posición de liderazgo. Se utilizaron instrumentos fiables y válidos para los constructos investigados. Para el análisis de datos se utilizó la estadística descriptiva, pruebas de comparación de medias (prueba t y ANOVA) y análisis de regresión múltiple (método estándar). Los resultados apuntan que el optimismo, la autoeficacia/esperanza (capital psicológico) y la percepción de apoyo organizacional se constituyeron como variables explicativas de BT. Por lo tanto, el modelo no se confirmó por completo, ya que la resiliencia no mostró ninguna relación significativa con el bienestar. Además, solo el optimismo mostró poder explicativo sobre los afectos positivos, los afectos negativos y el logro (dimensiones de BT). Es de destacar que el capital psicológico tuvo un mayor peso en la predicción de BT que la percepción de apoyo organizacional, excepto en el caso del afecto negativo. Estos resultados indican que tanto las variables individuales como las contextuales son importantes para explicar la prevalencia de BT.(AU)

Motivos que levam praticantes e não praticantes de exercício físico do Distrito Federal a não se exercitarem em academias / Reasons that lead practitioners and non-practitioners of physical exercise in the Federal District (Brazil) not to exercise in gyms / Razones que llevan a practicantes y no practicantes de ejercicio físico del Distrito Federal (Brazil) a no ejercitarse en gimnasios

Objetivo: Identificar os motivos que levam praticantes e não praticantes de exercícios físicos do Distrito Federal (DF) a não procurarem uma academia para se exercitarem. Metodologia: Participaram 223 moradores do DF, de ambos os sexos, com idades entre 18 e 66 anos, que não frequentam academias. Os voluntários foram divididos em quatro grupos de acordo com o sexo e prática de atividades físicas. Foi utilizado um questionário estruturado, elaborado pelos próprios pesquisadores, que contém 16 perguntas. Resultados e discussão: De forma geral, os homens que não praticam exercícios físicos em academias não o fazem por falta de tempo (40,7%) e por indisposição (36,4%), seguido por questões financeiras, não gostar do ambiente de academia e outros motivos. Já as mulheres, os principais motivos foram não gostarem do ambiente da academia (45,7%) e indisposição (41,9%), seguido por falta de tempo, questões financeiras e outros motivos. Conclusão: Conclui-se que, para homens praticantes de exercício, os principais motivos para não procurarem uma academia para se exercitar são as questões financeiras e a falta de tempo. Já para as mulheres praticantes de exercício, os principais motivos são não gostar do ambiente de academia e a indisposição.

Objective: Identify the reasons that lead practitioners and non-practitioners of physical exercises in the Federal District (DF, Brazil) not to look for a gym to exercise. Methodology: Participated 223 DF residentsof both sexes, aged between 18 and 66 years, who donot attend gyms. Volunteers were divided in four groups, according to sex and physical activity practice. A structured questionnaire, prepared by the researches, was used, contains 16 questions. Results and discussion: In general, men who do not practice physical exercise in gyms do not do it due to lack of time (40.7%) and indisposition (36.4%), followed by financial questions, not to like the gym environment and other reasons. As for women, the main reasons were not to like the gym environment (45.7%) and indisposition (41.9%) followed by lack of time, financial questions and other reasons. Conclusion: It is concluded that for men who exercise, the main reasons for not looking for a gym to exercise are financial questions and lack of time. For women who exercise, the main reasons are not to like the gym environment and the indisposition.

Objetivo: Identificar las razones que llevan a practicantes y no practicantes de ejercicios físicos del Distrito Federal (DF, Brazil) a no buscar un gimnasio para hacer ejercicio. Metodología: Participaron 223 residentes del DF, de ambos sexos, con edades comprendidas entre 18 y 66 años, que no asisten a gimnasios. Los voluntarios fueron divididos en cuatro grupos según el sexo y practica de la actividad física. Se utilizó un cuestionario estructurado, elaborado por los proprios investigadores, que contenía 16 preguntas. Resultados y discusión:En general, los hombres que no practican ejercicio físico en gimnasios no lo hacen por falta de tiempo (40,7%) y indisposición (36,4%), seguidos de cuestiones económicas, no les gustar el ambiente del gimnasio y otras razones.En cuanto a las mujeres, las principales razones fueron que no les gusta el ambiente del gimnasio (45,7%) y la indisposición (41,9%), seguidas de la falta de tiempo, problemas económicos y otras razones. Conclusión: Se concluye que, para los hombres que hacen ejercicio, las principales razones para no buscar un gimnasio para ejercitarse son las cuesiones económicas y la falta de tiempo. Para las mujeres que hacen ejercicio, las principales razones son que no les gusta el ambiente del gymnasio y la indisposición.

Atividade física, propósito de vida de idosos ativos da comunidade: um estudo transversal / Physical activity, life purpose of community active elderly people: a cross-section study

A atividade física feita de maneira regular tem grande eficácia no retardo do declínio fisiológico do processo do envelhecimento, mantém e otimiza a capacidade física, melhora a funcionalidade e tem expressão no propósito de vida na velhice. OBJETIVO: Caracterizar e descrever as condições sociodemográficas, físicas e de propósito de vida em um grupo de idosos praticantes de atividade física regular no interior do Amazonas. MÉTODOS: Estudo transversal com idosos ativos da comunidade que realizam atividade física em suas comunidades por pelo menos 3 vezes na semana em torno de 50 minutos. Estes foram avaliados através de questionários e escalas validadas: Mini Exame Exame Estado Mental (MEEM), Teste de Trilha, Propósito de Vida, Teste Short PhysicalPerformanc e Battery (SPPB), Índice de Comorbidades Funcional, Escala numérica de dor e foram coletados dados referentes às características sociodemográficas. RESULTADOS: Dos 36participantes,100% são naturais do interior do Amazonas; 28 (77%) sobrevivem com renda mensal de salário mínimo; 27(75%) relatam sentir dor em alguma parte do corpo e 21(58,3%) apresentaram sobrepeso ou obesidade grau 1,33(91,6%) diz se sentir bem quando pensam no passado e no futuro. CONCLUSÃO: Apesar de sentir dor, de baixa renda e baixa escolaridade,os idosos praticam atividade física que traz benefícios como manutenção da saúde física, diminuição dos sintomas depressivos, percepção de realização, motivação, satisfação e felicidade em viver.

Physical activity performed on a regular basis is highly effective in delaying the physiological decline of the aging process, maintains and optimizes physical capacity, improves functionality and has an impact on the purpose of life in old age. OBJECTIVE: characterize and describe sociodemographic, physical and life purpose conditions in a group of elderly regular physical activity practitioners within the Amazon region. METHODS: Cross-sectional study with active elderly people who perform physical activity in their communities at least 3 times a week around 50 minutes. These were evaluated using validated questionnaires and scales: Mini Mental State Examination (MMSE), Trail Test, Life Purpose, Short Physical Performance and Battery Test (SPPB), Functional Comorbidity Index, Numerical Pain Scale and data were collected regarding sociodemographic characteristics. RESULTS: Of the 36 participants, 100% are from the interior of Amazonas state; 28 (77%) survive on monthly minimum wage income; 27 (75%) reported feeling pain in some part of the body and 21 (58.3%) presented overweight or obesity grade; 1, 33 (91.6%) say they feel good when they think of the past and in the future. CONCLUSION: In spite of the grief of feeling pain, of low income and low education, the elderly engage in physical activity that is beneficial as physical maintenance, reduction in depressive symptoms and perceived motivation, satisfaction and happiness in living.

Financial Incentives and Employer-Sponsored Health Activities.

OBJECTIVE: To understand how employer-sponsored incentives and participant-level characteristics drive health activity engagement. METHODS: Multivariable hierarchical logistic regression models evaluated 283,365 individuals eligible for incentives through health savings accounts, health reimbursement accounts, health incentive accounts, gift cards, and other means, and estimated log odds of (1) completing a health survey; (2) participating in a biometric screening; (3) attaining a biometric target; (4) participating in a weight loss program; undergoing (5) breast, (6) colorectal, or (7) cervical cancer screening. RESULTS: Larger incentives were associated with higher odds of participating in biometric screenings only (2% higher for every $25). Obesity, tobacco use, and lack of primary care were associated with lower odds. CONCLUSION: Employers may wish to tailor incentive plans to the unique characteristics and needs of their populations to better drive participation in sponsored health activities.

Sustained Value of Implementation of a Flexibility-Based Compensation Structure for Nurse Anesthetists in a Large Multihospital Healthcare System.

Nurse anesthetists can use their creative problem-solving abilities to benefit both their employers and themselves. In an era when healthcare dollars are in short supply and patients who require anesthesia care are living longer (and requiring more procedures with anesthesia), innovative strategies are needed to achieve value and access to anesthesiology services. Leveraging the professional interests of Certified Registered Nurse Anesthetists (CRNAs), the implementation of a flexibility-based compensation structure can optimize overall staffing requirements to meet patient care demands, particularly in the face of recruitment challenges. This unique program, proposed and implemented by CRNAs, is presented as an exemplar that accomplishes multiple professional and financial goals.

Assessing sustainability of hand hygiene adherence 5 years after a contest-based intervention in 3 Japanese hospitals.

BACKGROUND: Our goal was to evaluate the 5-year sustainability of a multimodal intervention that included a prize to the hospital with the highest overall hand hygiene adherence rates among health care workers. METHODS: We conducted an observational study in 3 Japanese tertiary care hospitals using unobtrusive direct observation of physician and nurse hand hygiene adherence. Observations were performed by a trained observer on inpatient medical, surgical, intensive care, and emergency units. The primary outcome was hand hygiene adherence rates before patient contact. Secondary outcomes were health care worker survey responses to a World Health Organization (WHO) questionnaire on hand hygiene practices. RESULTS: Hand hygiene adherence rates had improved significantly after the introduction of a multimodal intervention (based on principles recommend by the WHO) in 2012 and 2013 (from 18.0% pre-intervention to 32.7% 6 months post-intervention; P < .001). No significant changes were found in hand hygiene adherence in these hospitals 5 years after the original intervention (31.9% 5 years after intervention; P = .53); however, substantial variability in hand hygiene adherence by unit and health care worker type was noted. CONCLUSIONS: A multimodal hand hygiene initiative achieved sustained improvement in hand hygiene adherence in 3 Japanese hospitals 5 years after the original intervention.

Understanding incentive preferences of community health workers using discrete choice experiments: a multicountry protocol for Kenya, Uganda, Bangladesh and Haiti.

INTRODUCTION: There is a renewed global interest in improving community health worker (CHW) programmes. For CHW programmes to be effective, key intervention design factors which contribute to the performance of CHWs need to be identified. The recent WHO guidelines recommends the combination of financial and non-financial incentives to improve CHW performance. However, evidence gaps remain as to what package of incentives will improve their performance in different country contexts. This study aims to evaluate CHW incentive preferences to improve performance and retention which will strengthen CHW programmes and help governments leverage limited resources appropriately. METHODS AND ANALYSIS: A discrete choice experiment (DCE) will be conducted with CHWs in Bangladesh, Haiti, Kenya and Uganda with different levels of maturity of CHWs programmes. This will be carried out in two phases. Phase 1 will involve preliminary qualitative research including focus group discussions (FGDs) and key informant interviews to develop the DCE design which will include attributes relevant to the CHW country settings. Phase 2 will involve a DCE survey with CHWs, presenting them with a series of job choices with varying attribute levels. An orthogonal design will be used to generate the choice sets for the surveys. The surveys will be administered in locally-appropriate languages to at least 150 CHWs from each of the cadres in each country. Conditional and mixed multinomial logit (MMNL) models will be used for the estimation of stated preferences. ETHICS AND DISSEMINATION: This study has been reviewed and approved by the Population Council's Institutional Review Board in New York, and appropriate ethics review boards in Kenya, Uganda, Bangladesh and Haiti. The results of the study will be disseminated through in-country dissemination workshops, meetings with country-level stakeholders and policy working groups, print media, online blogs and peer-reviewed journals.

Clasificación de los factores que afectan la motivación laboral desde la perspectiva de los bibliotecarios de las bibliotecas especializadas de Ahvaz, Irán / Status and ranking of factors affecting job motivation from the viewpoint of librarians of special libraries of Ahvaz city, Iran

The aim of this study was to investigate the status and ranking of job motivational factors using Herzberg Two-factor Theory. This is a descriptive-analytical survey, and researcher-made questionnaire was used for data collection with reliability of 0.92 based on Cronbach Alpha. The statistical population included librarians of 7 special libraries of Ahvaz city, Iran, out of which 53 responded to the questionnaire. Data analysis was done using SPSS and descriptive and statistical statistics. The results indicate that according to librarians' viewpoint, from hygiene or extrinsic factors of job motivation, three components of qualified supervisor, proper management of affairs and desirable working condition, and from intrinsic or subjective factors, three components of success, assignment of responsibilities, and sense of achievement are in the first to third ranks, respectively. On the other hand, appreciation and salary components are in the lowest ranks among other factors. Therefore, it can be concluded that the status of hygiene (extrinsic) factors and motivational (intrinsic) factors is satisfactory in the studied population. However, it is required to plan for improving the current condition and compensating weaknesses(AU)

El objetivo principal del presente estudio fue estudiar el estado y la clasificación de los factores de motivación laboral basados en la teoría de los dos factores de Herzberg. El estudio consistió en una encuesta descriptiva-analítica, la cual se utilizó para recopilar datos. Este cuestionario fue realizado por investigadores y su confiabilidad se calculó 0,92 utilizando el coeficiente alfa de Cronbach. La población estadística incluyó bibliotecarios de bibliotecas especializadas de Ahvaz, 53 de los cuales respondieron el cuestionario. Los datos fueron analizados por el software SPSS utilizando estadísticas descriptivas y estadísticas inferenciales. Los resultados mostraron que desde la perspectiva de los bibliotecarios de las bibliotecas especializadas de salud (externos) o de la motivación laboral, tres componentes del supervisor competente, la gestión adecuada de los asuntos y las condiciones de trabajo óptimas, y entre los factores de trabajo internos (subjetivos), la motivación, tres componentes del éxito, la asignación de responsabilidad y el progreso están en buenas condiciones. También, en función de los resultados de la investigación, en términos de clasificación del estado de los factores motivacionales, los componentes de las condiciones de trabajo óptimas, la gestión adecuada de los asuntos y el supervisor competente se clasifican de primero a tercero, respectivamente. Por otro lado, los componentes de apreciación y salario tienen el rango más bajo entre otros factores. En general, según los hallazgos del estudio, se puede concluir que el estado de salud (externo) y los factores de motivación laboral (interno) en la población estudiada fueron prometedores. Sin embargo, se necesita una planificación principal para mejorar la situación actual y eliminar las debilidades existentes(AU)

A Resident-Led Initiative to Increase Documentation of Surrogate Decision Makers for Hospitalized Patients.

BACKGROUND: Identification of surrogate decision makers (SDMs) is an important part of advance care planning for hospitalized patients. Despite its importance, the best methods for engaging residents to sustainably improve SDM documentation have not been identified. OBJECTIVE: We implemented a hospital-wide quality improvement initiative to increase identification and documentation of SDMs in the electronic health record (EHR) for hospitalized patients, utilizing a Housestaff Quality and Safety Council (HQSC). METHODS: EHR documentation of SDMs for all adult patients admitted to a tertiary academic hospital, excluding psychiatry, were tracked and grouped by specialty in a weekly run chart during the intervention period (July 2015 through April 2016). This also continued postintervention. Interventions included educational outreach for residents, monthly plan-do-study-act cycles based on performance feedback, and a financial incentive of a one-time payment of 0.75% of a resident's salary put into the retirement account of each resident, contingent on meeting an SDM documentation target. Comparisons were made using statistical process control and chi-square tests. RESULTS: At baseline, SDMs were documented for 11.1% of hospitalized adults. The intervention period included 9146 eligible admissions. Hospital-wide SDM documentation increased significantly and peaked near the financial incentive deadline at 48% (196 of 407 admissions, P < 001). Postintervention, hospital-wide SDM documentation declined to 30% (134 of 446 admissions, P < .001), but remained stable. CONCLUSIONS: This resident-led intervention sustainably increased documentation of SDMs, despite a decline from peak rates after the financial incentive period and notable differences in performance patterns by specialty admitting service.

Preventing Diabetes in the Workplace: Effects of Coaching and Monetary Incentives.

OBJECTIVE: Prevention of diabetes demonstrated in the diabetes prevention program has not been thoroughly evaluated in workplace settings. METHODS: Glycemic control was assessed by glycated hemoglobin (HbA1c) and its impact on 5-year incidence of diabetes and prediabetes prevalence, in wellness program participants (WPP) of (Group A, with) or (Group B, without) health coaching and monetary incentives. RESULTS: HbA1c fell in Group A WPP (5.52 ±â€Š0.60 vs 5.58 ±â€Š0.36 SD, P = 0.04) as did prediabetes. Incident diabetes was less than expected (24 vs 74, P < 0.001). HbA1c increased in Group B WPP (5.37 ±â€Š0.40 SD vs 5.58 ±â€Š0.54, P < 0.001) and prediabetes increased from 28 to 36 (P < 0.001). CONCLUSIONS: Health coaching and monetary incentives improved glycemic control over 5 years, an improvement not observed in WPP without these interventions.

On Voluntariness in Wellness: Considering Organizational Health Contingent Incentives.

Some would argue that if taking an examination to receive an incentive is not mandatory, it's voluntary no matter the size of the monetary reward. Others have concerns with how often employers use the word "required" when communicating how employees can earn an incentive. This in spite of clear rules that indicate "health contingent" incentive designs (those based on health measures rather than on completing activities) are an either/or proposition. That is, you can either earn (this amount) by (achieving a clinical standard) or by (participating in or attaining an alternative standard). This editorial examines the merits and demerits of organizational health contingent use of incentives. It is posited that employers can best satisfy a voluntariness standard in their use of financial incentives in wellness programs when the use of incentives are well integrated into a measurably robust, organizational culture that visibly values health; and when all employees are well versed in the meaning of, and opportunities for, reasonable alternatives for earning an incentive. Concerns about the administrative burden behind this idea and other potential unintended consequences of including measures of a culture of health to meet a voluntariness standard are also presented.

The Association Between Incentive Designs and Health Assessment or Biometric Screening Completion.

OBJECTIVES: To identify statistically significant predictors for completing a Personal Health Assessment (PHA) or biometric screening from attributes of incentive designs. METHODS: A cross-sectional study was conducted that included 426,694 members from 56 employer groups who required a PHA or screening as part of their incentive during 2016. RESULTS: Incentive designs that combine high-value with immediate disbursement can relatively increase employee PHA participation by as much as 66% over plans with low-value and delayed disbursement (56.7% vs 34.1%, P < 0.001). Surcharge component was a significant predictor of PHA completion (P < 0.001); similar predictors were found for screening completion. CONCLUSIONS: This study identified several significant predictors of PHA or screening completion, including: monetary value, time to disbursement, disbursement method, and frequency. Our findings are consistent with prior research in human behavior responses to positive reinforcement.

An Incentive-Based and Community Health Worker Package Intervention to Improve Early Utilization of Antenatal Care: Evidence from a Pilot Randomised Controlled Trial.

Objectives One of the factors linked to South Africa's relatively high maternal mortality ratio is late utilization of antenatal care (ANC). Early utilization is especially important in South Africa due to the high HIV prevalence amongst pregnant women. This study examined the impact of a package intervention, consisting of an incentive called the Thula Baba Box (TBB) and a community health worker (CHW) programme, on early utilization of ANC. Methods A pilot randomised controlled trial consisting of 72 women aged 18 and older was conducted in an urban area in South Africa to evaluate the impact of the package intervention. Women were recruited and randomised into either intervention (n = 39) or control group (n = 33). The intervention group received both the TBB and monthly CHW visits, while the control group followed standard clinical practice. Both groups were interviewed at recruitment and once again after giving birth. The outcomes measured are the timing of first ANC visit and whether they attended more than four times. It is anticipated that the box will also have a beneficial impact on infant health outcomes, but these fall out of the scope of this study. Results Women in the intervention groups sought care on average 1.35 months earlier than the control group. They were also significantly more likely to attend at least four antenatal clinic visits. Conclusions for practice Given the South African context and the importance of early care-seeking behaviour to improve health outcomes of HIV-positive pregnant women, the intervention can help to improve maternal and neonatal health outcomes. Further research is needed to investigate the impact of the two interventions separately, and to see if these findings hold in other communities.

How and When Are Job Crafters Engaged at Work?

The importance of work engagement and the lack of engaged employees have led researchers to focus on how to enhance employees' levels of engagement in the workplace. Although job crafting as a principal driver of work engagement has recently received much attention from academics, little is known about the processes and conditions in which employees who craft their tasks become engaged. In order to address these research gaps, we hypothesize that psychological capital (PsyCap) is likely to mediate the association between job crafting and work engagement, and that coworker support, rather than supervisor support, is likely to moderate the relationship between job crafting and PsyCap. Further, we integrated these hypotheses and tested the moderated mediation effect. Using survey data from 175 flight attendants in South Korea, we found the results to be in line with our expectations. The findings of this empirical research contribute to the understanding of how and when job crafters become engaged at work.

HDHPs: Cost Shift But No Swing to High-Value Care.

Employers and health insurers are asking consumers to put "more skin in the game" with high deductible health plans, but don't provide incentives for them to choose high-value care. A recent study in the American Journal of Managed Care found no change in spending on 26 commonly used, low-profile services.

A scoping review of the incentives for a prolonged work life after pensionable age and the importance of "bridge employment".

BACKGROUND: With a growing share of older people in almost every population, discussions are being held worldwide about how to guarantee welfare in the immediate future. Different solutions are suggested, but in this article the focus is on the need to keep older employees active in the labor market for a prolonged time. OBJECTIVE: The aim was to find out and describe the incentives at three system levels for older people 1) wanting, 2) being able, and 3) being allowed to work. MATERIAL: The literature search embraced articles from the databases Scopus, PsycInfo, Cinahl, AgeLine and Business Source Premier, from May 2004 until May 2016. After the removal of 506 duplicates, the selection and analysis started with the 1331 articles that met the search criteria. Of these, 58 articles corresponded with the research questions. METHOD: The design was a 'scoping review' of the research area bridge employment and prolonged work life. RESULTS: The results show that most investigations are conducted on individual-level predictors, research on organizational-level predictors is more scattered, and societal-level predictor information is scarce. CONCLUSIONS: Attitudes and behavior according to a prolonged work life could be summarized as dependent on good health, a financial gain in combination with flexible alternative working conditions.